About

WHERE WE CAME FROM
We didn’t start out to reinvent the recruitment industry but rather refine it and add value by taking a consultative approach to executive search. We started with the aim of focusing entirely on the customer, steering away from cold recruitment strategies so we could concentrate on our passion – connecting real people.
Situated in a rural setting surrounded by beautiful countryside, we wanted to define a strong team culture by providing the best possible working environment for our employees. Despite the close-knit team we’ve created here, our business spans far and wide, both nationally and internationally.
WHO WE ARE
Our people have always been an integral part of the ever-growing Collingwood family and we surround ourselves with experienced, dynamic professionals. Our ethos is present in everything we do, from finding you the perfect candidate to investing in our own staff. We don’t just sell our values, we practice what we preach - putting all who work here at the heart of everything we do.

This article is absolutely correct that interviews should not be seen as a test for candidates. Any recruitment process today should be full of information, be very engaging and should prepare both the candidate and the employer for success. As a minimum, it should be so open and transparent that all relevant information is offered by both parties for them to make an informed decision.

Despite all the data and information available on the power of a great candidate experience and the critical importance of an exceptional employer brand, I still hear far too many stories of poor recruitment practices. Recruitment is still viewed as a distraction and not enough time or effort is invested in making it a stimulating and enjoyable experience that truly assesses whether it is the right opportunity for both parties to take forward.

There is still far too much "gut feel" at play. Unplanned and very slow recruitment processes only serve to convince outstanding candidates to dis-engage and join your main competitor instead.

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Why has the interview experience been set up to be like a pop quiz for the candidate with no real idea of how or why certain questions are important? We complain that we are frustrated with new hire turnover, productivity, or engagement and yet we haven’t looked critically at the root cause​: the interview and selection process.
In today’s candidate-driven market where employer branding and employee experience are the new norm, there is an opportunity to re-vamp your interview and selection process to improve retention, engagement, and time to productivity.